Interviews are a source of anxiety for most job seekers. A moment of truth, if you will.

Whether stemming from the pressure to make a good impression, the uncertainty of what questions will be asked, worrying about saying the wrong thing or forgetting what to say, this can get the best of even the most prepared candidates.

While it is essential to prepare answers for the questions you might be asked, it is equally important to think about the questions you can ask the interviewers to solidify your candidacy for the role.

Making the interview a 2-way conversation not only helps you gather valuable information but also demonstrates your genuine interest in the role and reinforces your fit within the company. It is also an opportunity for you to assess if this is the right place for you short-term and longer-term.

Asking the right questions also allows you to build better rapport with your interviewers and highlights your enthusiasm and curiosity. When done really well, it will also help the interviewers envision what having you in this role would be like, already giving them a strong sense of what they can truly expect in hiring you.

The last thing you want to do in an interview is to not ask any questions or ask generic questions that could be easily googled with a quick search.

​When I was coaching one of my clients Alexis, we focused heavily on the questions she would ask in the final stage interview for her target role. She understood that beyond preparing the right stories and accomplishment examples, she needed to reinforce the connection with her interviewers and help them dream about what having her in this role would allow for. She nailed it to the point where the language she received back was alluding to her already being in the role. Shortly after, she received a multi 6-figure offer.

Peak performers understand that by asking insightful questions, it sets them apart from other candidates by highlighting their critical thinking skills, understanding of the company, and in turn, positions them as the solution to the needs of the role.

So let's get right into it.

5 interview questions to ask that solidify your candidacy

1/ What was it about my specific background that made you want to meet with me today?

This is a golden question because of how revealing it can be for you.

It is definitely one you will want to ask right after they ask you "How are you?" at the start of your interview before you get into the infamous "Tell me about yourself" question. Here is how you can easily integrate it:

• Example: "I am doing great and really excited to speak with you today regarding X role as it lines up so well with my career aspirations. I would also love to know, what was it about my specific background that made you want to meet with me today?"

This is where the interviewer(s) will share exactly what intrigued them or drew them to you in the first place, giving you direct insight into what sets you apart from other candidates. You can then use this information to reinforce the most relevant examples and accomplishments you share in your other interview answers.

By immediately gaining a clearer understanding of what the employer values in your specific background, you will be best positioned to bring to life what matters to them most in your own storytelling.

Starting the interview this way also sets a positive and engaging tone as this question demonstrates your curiosity about the company's needs and your eagerness to understand how your skills align with their expectations.

2/ What are the top 3 traits found in your most successful leaders?

This question serves a dual purpose.

Firstly, it shows that you are keen to grow within the organization and already thinking a few steps ahead allowing the interviewer(s) to already visualize you longer-term in the company.

Every hiring manager knows it costs a lot less to retain an existing employee than to recruit a new one so this will play to your advantage if hired.

Secondly, this question also provides clear insight into what the company values most in their highest-performing leaders and the types of factors they emphasize in grooming their talent for peak performance and results.

I recommend integrating this question after being asked a question around your strengths or having walked through a behavioural question like "Tell me about a time when". Here is how you can go about it:

• Example: "I always strive for excellence in the work I do and aim to set myself up for the most success in my roles. With that in mind, what would you say are the top 3 traits found in your most successful leaders?"

This question not only shows your interest in understanding the qualities that drive success within the organization but also gives you an opportunity to align your responses with these traits, reinforcing your fit for the role for your upcoming answers shared.

By understanding the traits that the company values in its leaders, you can highlight similar qualities in yourself, demonstrating that you possess the attributes they seek and tie these into specific accomplishments that you have delivered on in the past and can replicate here.

Finally, this question additionally helps you gauge whether the company's leadership style and values align with your own, ensuring a good cultural fit.

3/ What would make the difference between someone meeting versus exceeding your expectations in this role?

This question is perfect to gauge what your interviewer(s) are actually looking for in their ideal candidate.

It sets the tone for what distinguishes you in the role to drive maximum impact.

Asking this question provides critical insights into the performance standards and key success factors for the position. At the same time, it also demonstrates your commitment to excellence and your desire to understand how you can go above and beyond in the role.

You can integrate this as a follow-up question after a question like "Tell me about yourself" or "Walk me through your resume". Here is how you can go about it:

• Example: "Having said that, what would make the difference between someone meeting versus exceeding your expectations in this role?"

If you are able to bring this question into the mix as early on as possible, it then allows you to weave in those insights in your upcoming answers and mirror back to them what they want to hear but tied to your specific stories and examples.

For instance, if the interviewer shares that being a strong problem solver and the ability to take initiative are key to exceed expectations in the role, you can easily tie this into your behavioural answers to show how you have done that in the past and can do it again here.

This question shows that you are not just interested in doing the bare minimum but are genuinely committed to excelling in the role and contributing to the company's success, something that will score you major brownie points to solidify your candidacy.

[Check out my recent newsletter on How to secure more job offers from interviews]

4/ What is the #1 pain point for the team right now that you would like me to help solve in the first 30-60 days in my role?

This question will help you identify what is the biggest opportunity area you can support the company in by taking on the role. It also shows that you are solution-oriented and eager to make a meaningful impact from the outset.

This question not only highlights your proactive attitude but also helps you understand the immediate challenges you will face and help manage expectations on both sides. By focusing on these critical issues, you further demonstrate your readiness to contribute effectively and quickly and minimize the learning curve you would need in taking that on.

Moreover, this question provides insight into the team's current struggles and priorities, giving you a clear target to aim for if you are hired. It shows that you are thinking strategically about how to add value and are prepared to address urgent needs. This level of preparation and foresight can set you apart from other candidates by demonstrating your commitment to making a tangible difference.

You can integrate this as a follow-up question after being asked about a challenge or difficult situation you had to handle. Here is how you can go about it:

• Example: "I know that handling X types of challenges is part of the role and it is something that motivates me a lot. That said, what is the #1 pain point for the team right now that you would like me to help solve in the first 30-60 days in my role?"

From here, you can speak about a past experience where you dealt with something similar and how you overcame that, while reiterating your strengths and competencies that allowed for this to happen. This will help your interviewer(s) to see that you are more than equipped to do this again here.

5/ Do you have any last hesitations or concerns regarding my ability to perform this role effectively that I can clarify or discuss now?

This question often gets a negative connotation as it is a bold and proactive one that can significantly influence the outcome of your interview.

Some may argue that asking this question at the end of an interview is a bad idea as it can lead the interview to end on a sour note if you hear something negative in response.

When in reality, this question invites the interviewer to voice any lingering doubts they may have, giving you the opportunity to address and resolve them directly while you are still together. It shows your confidence, openness to feedback, and commitment to ensuring a mutual fit.

In fact, not asking this question does not mean the interviewer(s) are not still thinking this negative thought about your candidacy. However, if you do not ask this, you are not giving yourself the chance to address it and shift that negative perception into a positive attribute regarding your ability to perform the role effectively.

Now, the key in following up from this question is to listen carefully to their concerns and acknowledge their feedback instead of dismissing it or becoming defensive. From here, you must redirect their attention to an example that showcases your ability to overcome this hurdle and minimize its hinderance on your candidacy. Use specific examples from your past experience that prove your ability to handle similar situations effectively.

For instance, if they share that you are lacking in the number of years of experience in X area to do the job fully, here is how you can respond:

• Example: "Thank you for sharing that with me. I do agree that this particular area is not one that I have had 3 years of experience with to date. That said, in my former role, I had also come in with lesser experience on a key focal area of the business and was confident that my complimentary abilities in A, B, C would more than offset that learning curve. In fact, in the first month in that role, I shadowed 3 of my peers who were recognized as strong performers in that 1 area and I asked a lot of questions to fill in my gaps as quickly as possible. By the time I had completed my first 3 months in that role, I was already much more fluid in that competency. By the end of my first year in that role, I had become the top performer for this in my division. Ultimately, my drive for challenge, curiosity to learn and willingness to feel uncomfortable is what has helped propel me further in my past roles, including the example I just shared with you, and I am confident I can do the same here."

How will you show up in your interview to solidify your candidacy?

Incorporating thoughtful and strategic questions into your interview process can significantly enhance your candidacy and set you apart from other applicants. These questions not only demonstrate your deep interest in the role and the company but also provide you with crucial insights to best position you as the solution to their needs. By transforming the interview into a meaningful dialogue, you showcase your proactive mindset, critical thinking, and eagerness to contribute effectively from day one.

You've got this!